Let us help you resolve your dispute quickly & easily so that you can get on with your life or your business.
Let us help you resolve your dispute quickly & easily so that you can get on with your life or your business.
We can help you find a quicker, cheaper, and less painful solution to any conflict that you are either dealing with or involved in.
Meditation is a voluntary, informal method of resolving disputes. It is normally much quicker, cheaper, and less stressful than litigation.
The process is lead by an independent mediator with the aim of achieving a binding agreement and thus avoiding the need for Court or Tribunal proceedings.
Jennifer McCarthy and Pam McColl are the mediators and Directors of Mint Mediation group Limited.
We are both qualified specialist employment law solicitors, and have over 40 years of legal /employment relations and dispute resolution experience between us.
Our relaxed, friendly pragmatic approach will help all parties feel able to explore all possible avenues.
We have many years of legal experience combined with a practical approach and have helped resolve hundreds of disputes between us over the years.
As specialist employment law solicitors we have had extensive experience acting for both employees and employers in disputes and therefore we have a unique understanding in conflict from all angles
We are also both accredited mediators; and registered with the Civil Mediation Council.
Our legal experience, combined with our pragmatic approach makes us perfectly placed to deal with disputes.
· Over 40 years combined experience as qualified solicitors.
- Extensive employment law/HR/Workplace conflict experience
· Many years’ experience as business owners & Directors.
· Experience in dispute resolution in the British Medical Association and ACAS.
· Experienced trainers.
- Avid marathon/half marathon runners.
Image: Jennifer McCarthy
· LLB (Hons) Honours Degree in Law
· Post Graduate Diploma in Employment Law
· Associate Members of the Civil Mediation Council
· Members of the Law Society
· Member of the Employment Lawyers Association
· Panel member of the Solicitors Assistance Scheme
Image: Pam McColl
Given our backgrounds in employment law, we tend to specialise in employment law disputes and workplace conflict. We can get involved at any stage from internal workplace conflicts to mediating complex Employment Tribunal Disputes. There is very little in the world of employment conflicts that we have not dealt with!
We can also assist with any other type of dispute or conflict including contract disputes; general litigation; court or tribunal claims; contract disputes & wills/probate disputes.
The only area that we cannot deal with is family law disputes. This area of work requires a family mediation specialist.
We are happy to have a no obligation chat about your issue and figure out with you how we can help. Just give us a call on the numbers below. We look forward to hearing from you!
40a Bramhall Lane South, Bramhall, Stockport, SK7 1AH, United Kingdom
Where we share all things mediation.
There are many advantages of choosing mediation. Here are a few of them:
It is a confidential process.
Everything that is said or disclosed during the mediation process; or agreed as a result of the process is entirely confidential and also ‘without prejudice’ (which means that one party can’t use anything said against the other in later proceedings if an agreement is not reached).
This is a huge advantage as it allows parties to discuss the dispute freely and explore all options without fear of anything being used against them or revealed to anyone else.
It is voluntary.
Unlike court proceedings where at least one side is likely to be unhappy the outcome, mediation is completely voluntary. The mediator will assist in facilitating an agreement, but it is the parties who will control the outcome.
In civil commercial mediation any agreement made as a result of the mediation is legally binding.
It is flexible.
With mediation the parties get to control the time and place it takes place, who their mediator is, and what the outcome of their dispute is. None of these things are imposed on any of the parties like they would be in court proceedings.
It is quicker, cheaper, and less stressful than court proceedings.
Court or tribunal proceedings are expensive; take up lots of time in the preparation and can take many months (or even years) to finalise. Plus of course the outcome is unpredictable.
Mediation can be set up in a matter of days if need be and is much cheaper and less stressful than litigation.
Once a settlement has been reached a mediation agreement will be drawn up. This becomes a binding contract. Parties tend to keep to this contract because they have prepared the terms between them.
Please do contact us at if you cannot find an answer to your question.
There is no statutory regulation of mediators, however the Civil Mediation Council (CMC) runs a system of voluntary regulation for civil/commercial and workplace mediators. By choosing a mediator who is registered with the CMC you can be assured that they have been fully trained and that they abide by a Code of Conduct.
All of our mediators are registered with the CMC.Add an answer to this item.
The mediator will speak to you (or your lawyer if you have one) in advance of the mediation meeting to check that everything is in place and answer any questions.
On the day itself the mediation may in at a venue of the parties’ choice, or online. The mediator may hold a joint meeting with all parties initially so that he/she can explain what will happen throughout the day and allow everyone to introduce themselves.
The mediator will then have a series of individual meetings with the parties to gain greater understanding of their position and explore options for resolution.
The mediator will sometimes guide the parties and explore possible options, but he/she will remain entirely neutral throughout.
This process can be flexible, and the mediator will be happy to discuss any concerns you have and adapt the process if necessary.
In our opinion it is rarely ever too early or too late to mediate a dispute.
In civil commercial mediation one of the advantages of mediation is to reduce legal fees and costs. Therefore, many feel that it is best to mediate early in the dispute. However, in some cases it is best to wait until all of the parties have a clearer understanding of the dispute before attempting mediation.
If there is an ongoing court or tribunal claim, we would certainly recommend that mediation takes place before detailed, time consuming and expensive preparation starts such as drafting witness statements. However, the right time it is often a matter of balancing risk against cost.
With workplace mediation we find that the earlier this takes place the better. But having said this, we think that it is never too late to start the mediation process in a workplace conflict situation. We have seen successful mediations happen even when relationships appeared to be beyond repair.
If the value of your dispute is under £10,000 and you issue your claim in court, you will be doing so under the ‘small claims’ procedure. The Court Service should offer you access to their confidential mediation service at no extra cost to that of your original court fee.
We can set up most mediations within 2-4 weeks (or even less time if necessary!).
Most meditations run for either a day or half a day. Some mediations can be done over the phone in as little as an hour or two.
Most mediations do end with an agreement, either on the day or shortly after. If there is not an agreement however the mediator is likely to stay in touch with the parties over the telephone in the days following the mediation to see if further negotiations are possible.
Mediation can take place anywhere. There does need to be at least 3 private rooms available at the location of the mediation so that meetings with the mediator can take place confidentially, and that all parties have their own privacy.
Mediations can also take place via video call if preferred.
People who can make decisions for the parties should be at the mediation. Also, parties can bring someone with them if they wish such as an advisor, colleague, family member or friend.
We don’t recommend bringing too many people with you to the mediation.
We will not charge you for our initial telephone conversation with the parties. Thereafter, our aim is to keep our overheads low and our fees competitive.
The mediation process will almost certainly be cheaper than embarking on any other formal process or litigation.
We participate in the Civil Mediation Council fixed fee scheme for disputes with a limited financial value and our mediation fees are aligned with this pricing structure making our fees competitive. Details of our fees are in the table.
For disputes where there is no financial value the fee charged will depend on the time taken in mediation. We will give you our best estimate of likely time taken where possible.
We are always happy to discuss your individual circumstances when agreeing fees.
The CMC requires all Regulated Mediators, Registered Mediation Providers and organisations which run Registered Training Courses to have a published complaints handling procedure in place.
1. If you have a complaint about a mediator of the service they have provided you should first contact us in writing with details of your complaint, giving us as much information as possible. We will aim to respond to your complaint in writing within 28 days.
2. If you are not satisfied with the outcome of your complaint at that stage you may refer the matter to the CMC on one of the grounds set out below. This must be done within one month of conclusion of consideration of the complaint by us, and in any event within 6 months of the events giving rise to the complaint. Complaints received outside these time limits will only be accepted at the discretion of the CMC.
3. All complaints must be in writing and addressed to the CMC at email@example.com. On receipt of your e-mail the CMC will send you a complaint form to be completed and returned.
4. Complaints can only be considered by the CMC if they concern an individual or organisation which is a member of the CMC. The CMC regrets that it cannot consider complaints against non-members.
5. All documents relating to the complaint must be submitted with the complaints form or, if any are unavailable, you must give an indication as to when they will be supplied. In submitting a complaint you consent to all information you supply and any accompanying documents being disclosed to the other party to the complaint, to the CMC’s Complaints and Discipline Committee, the CMC Board and to other relevant third parties which may include other regulators.
6. Complaints may be made on the following grounds only:
A complaint may be made against a Regulated Mediator (i.e. CMC Associate, Registered or Fellow) on the grounds that they no longer meet the requirements for Regulation (Rule 1 (i)); and/or they are not a fit and proper person to hold Regulated status (Rule 1 (ii)).
A complaint may be made against a Registered Provider on the grounds that it no longer meets the requirements for Registration (Rule 3 (i); and/or the service provided by the Provider does not meet generally acceptable standards (Rule 3 (ii)).
A complaint may be made against an organisation which offers a Registered Training Course on the ground that it no longer meets the requirements for Registration (Rule 5).
A complaint may be made against any Member of the CMC (whether an Individual or Organisation, and whether Registered or not) on the grounds that they have brought the CMC or the mediation profession or the mediation process into disrepute (Rule 6).
7. Complaints will be dealt with in accordance with the procedures adopted by the Complaints and Discipline Committee of the CMC from time to time. A copy of the Rules is available on request from the Secretariat.
8. All communications must be made in writing, but in its absolute discretion the CMC may also accept oral representations from the parties.
9. The determination of a complaint by the CMC and any disciplinary measures imposed are final and no further appeal will be entertained.
10. The CMC will progress your complaint with due diligence and in most cases provide a final determination within 6 months of receipt of the complaint.
As a result of a complaint being upheld, the CMC can take disciplinary action against members